Mejora del rendimiento
La mejora del rendimiento es un método utilizado por las organizaciones para elevar el rendimiento de los empleados durante un trimestre. En este caso, los empresarios celebran una reunión formal para discutir los objetivos de mejora del rendimiento con los empleados.
¿Qué es la mejora del rendimiento?
La mejora del rendimiento es un enfoque sistemático para analizar las deficiencias de rendimiento y desarrollar estrategias para aumentar la eficacia individual u organizativa. Implica identificar los puntos débiles, fijar objetivos alcanzables, introducir cambios y supervisar los progresos.
What are employee performance improvement strategies?
Strategies to improve performance can be proactive or reactive, depending on the situation. They aim to build confidence, sharpen skills, and promote accountability.
- Set clear goals with measurable outcomes
- Offer regular, constructive feedback
- Provide training and upskilling resources
- Align responsibilities with individual strengths
- Monitor progress with weekly or monthly check-ins
- Reward progress, not just end results
- Create mentorship or peer support structures
- Encourage autonomy and decision-making
¿Por qué es importante mejorar el rendimiento?
Performance improvement matters for several reasons:
- Improved productivity: Helps optimize workflows, remove inefficiencies, and boost individual and team output.
- Enhanced employee engagement: Offers growth opportunities, making employees more motivated and involved.
- Better morale: Seeing progress boosts satisfaction, encouraging ownership and higher contribution.
- Cost savings: Reduces waste, errors, and overhead by streamlining operations and resources.
- Higher retention: Growth paths increase loyalty and reduce hiring and training costs.
- Adaptability: Helps teams adjust to market shifts with new strategies and improved processes.
- More innovation: A supportive environment inspires fresh ideas and creative problem-solving.
- Stronger leadership: Equips leaders to coach and motivate teams for higher performance.
- Culture of improvement: Fosters a mindset where teams constantly seek ways to improve.
- Goal alignment: Ensures team efforts support organizational goals and business outcomes.
- Staying competitive: Encourages adoption of new tools and practices to stay ahead of rivals.
Who is responsible for employee performance improvement?
Both managers and HR teams play a role, but employees also share responsibility. It’s a collaborative effort with shared accountability.
- Managers: Identify issues, provide support, and set expectations
- HR: Offer tools, training, and legal guidance
- Employees: Engage in feedback, follow through on goals
- Mentors or team leads: Support informal growth and coaching
When should you start a performance improvement process?
Start as soon as consistent underperformance is observed—don’t wait until it becomes a bigger problem. Early intervention helps reduce stress for everyone involved.
- After repeated missed deadlines or poor outcomes
- When feedback isn’t resulting in change
- If attitude or behavior affects the team
- During mid-year or annual performance reviews
Where should performance improvement actions be documented?
Proper documentation ensures transparency and consistency. It also protects the organization legally if further action is required.
- In formal PIP (Performance Improvement Plan) documents
- Employee review or appraisal systems
- Emails or written feedback summaries
- HR records and meeting notes
Encuestas sobre el pulso de los empleados:
Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Reuniones individuales:
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
eNPS:
eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.
En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:
- Promotores
Empleados que han respondido positivamente o están de acuerdo. - Detractores
Empleados que han reaccionado negativamente o no están de acuerdo. - Pasivos
Empleados que se han mantenido neutrales con sus respuestas.
How to improve employee performance effectively?
Improving employee performance means offering clarity, support, and room to grow. Tailor efforts to each individual while setting fair expectations.
- Identify root causes—lack of skill, motivation, or clarity
- Create a specific plan with timelines and targets
- Offer coaching, mentoring, or external training
- Set weekly or monthly check-ins to track progress
- Acknowledge improvements and adjust as needed
- Be honest but empathetic in all feedback
- Remove roadblocks or internal friction limiting output
What are employee performance improvement examples?
Examples help clarify what improvement looks like in action. These range from minor course corrections to structured plans.
An employee who repeatedly misses deadlines may be enrolled in a time management training program and given a project plan template. Another who lacks technical skills might be assigned a mentor for on-the-job learning. In sales, low-converting reps may receive pitch coaching or role-playing exercises to improve communication and closing techniques.
What is the underperforming employee performance improvement process?
The performance improvement process for underperforming employees is usually formal and structured. It outlines the issue, sets goals, and offers support to meet those goals within a defined period.
- Start with a clear, honest feedback discussion
- Draft a PIP with timelines, goals, and responsibilities
- Provide training, mentorship, or tools to support success
- Conduct regular check-ins to review progress
- Document all steps for transparency and legal protection
What are employee performance areas which need improvement?
Some areas show up frequently across roles and departments. Knowing them helps managers give more targeted feedback.
- Time management and meeting deadlines
- Communication—verbal, written, or cross-functional
- Attention to detail and quality control
- Adaptability to change or feedback
- Initiative and accountability
- Collaboration and conflict resolution
What are employee performance improvement suggestions?
Sometimes all it takes is a few helpful suggestions to turn performance around. These should be practical, respectful, and easy to act on.
- Break large tasks into smaller, manageable parts
- Ask for feedback after completing key tasks
- Prioritize tasks with a to-do list or planner
- Attend team huddles or skill-building workshops
- Clarify doubts immediately rather than hesitating
What are the different types of employee performance improvement?
Improvement can be formal or informal, reactive or proactive. Understanding the types helps tailor the approach.
- Performance Improvement Plans (PIPs): Formal documents with timelines, goals, and accountability
- Coaching: One-on-one guidance, often informal and ongoing
- Skill-based training: Focused on technical or role-specific gaps
- Behavioral coaching: Targeted at attitude, soft skills, or teamwork
- Mentoring programs: Peer or senior mentorship to support growth
- Recognition-led improvement: Uses praise and rewards to reinforce good habits
What is a performance improvement email to employee?
A performance improvement email is a formal communication that outlines observed issues, expectations moving forward, and next steps. It should be clear, respectful, and action-focused.
- Summarize the performance concerns
- Share expectations and timelines
- Offer resources or support available
- Set the tone for collaboration, not punishment
- Mention follow-up meetings or check-ins
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